A recent report released by a prominent consulting company ( Canada News Wire release ) states that:
The average time to fill open positions, depending on the job level, is 4.5 to 14.4 weeks, the same time range as last year.
Despite an abundant labor pool, six in 10 employers are willing to negotiate with qualified candidates for higher compensation.
More than half of employees polled plan to make a career change or go back to school when the economy recovers.
Forty percent of hiring managers said that when the economy improves, giving pay raises will be their primary method for retaining top performers.
What Does This Mean to You?
Whether you like it or not, the economic recovery will effect us all, especially will it affect the highly-qualified staff you seek.
Here is a Quick Way to Reduce Your Exposure to Take-the-Money-And-Run
Training
Make sure that your new hires hit-the-ground-running,
Send them on training courses.
Get results in your corporate format and corporate standards from day Five, if that’s how long it takes to assimilate and train new Hires.
After that 10 week wait for them to come on board.
You Have Already Lost 10 Weeks
Why lose another week in training?
Don’t Hire Those New Hires
Now there’s a thought!
Why delay the project 4.5 to 14.4 weeks waiting to get a newbie on board, then go through the process of corporate alignment, only to watch them jump ship when a better opportunity comes along?
Be that Better Opportunity
For that all-important technological, sales or service position, canvass all your existing staff and train them for the new position.
You still pay for training.
But you won’t wait 10 weeks to do it.
Human resources already have the details.
- No advertising costs.
- No job-search fees.
- No interview costs.
- You get employees who are already fully-committed to your organization.
- You get employees who hit-the-ground-running
- You get employees with useful and useable contacts within your organization
- Minimize negotiations; it’s a set UP for the staff member!
What About the Gap They Leave Behind?
Good question.
The position is filled by a less-qualified hire whose support transition is effected by the existing team.
The new hire is effortlessly woven into the team structure and team spirit by the existing team members.
If Your Employees Are Contemplating Jumping When the Economy Recovers
Then let them jump UPWARDS in your organization.
With training.
